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1 <br /> B. SCOPE OF PROGRAM <br /> The Program covers all staff with the exception of the <br /> County Manager, the Sheriff and the Register 9 of Deeds. <br /> 1. Plan of Administration <br /> The following points illustrate how EEO information is <br /> distributed and outlines steps department heads and <br /> supervisors should take: <br /> . The Personnel Department will disseminate the Equal <br /> Employment Opportunity Policy internally (to <br /> employes, supervisors , and department heads ) and <br /> externally (citizens , vendors, etc. ) . <br /> . Department Heads and supervisors will : <br /> a . Place federal Equal Employment Opportunity <br /> posters in an appropriate place in their work <br /> area. <br /> b. Attend Equal Employment Opportunity workshops. <br /> 2. Statistical Recordkeepinq Requirements <br /> Logs reflecting personnel transactions <br /> will <br /> maintained by the Personnel Department. The logs bwill <br /> reflect the applicants ' /employees ' race, sex, and <br /> classification. <br /> a. Disciplinary Action Log <br /> b. Applicants and New Hires Log <br /> c. Transfers Log <br /> d. Promotions Log <br /> e. Terminations Log <br /> 11] 3. Employee Grievance Procedures and Communications <br /> It is the responsibility of each department head <br /> supervisor to ensure that all negative and <br /> in accordance with established Personnel policies are <br /> procedures. <br /> Department Heads and supervisors should make each <br /> employee aware of the availability of employee relations <br /> counseling with Personnel staff and the confidential nature <br /> of such discussions. <br /> The Equal Employment Opportunity ff ' <br /> Personnel Department is available for consultationhto all <br /> department heads, supervisors, and employees. <br /> 4 <br />